Change
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Institution
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Accepting Change
As the world evolves, change is seen as an inevitable aspect. For most people, change is hard to conform to or accept depending on the level of their liberal attitudes. The reason why accepting change is not a commonly shared view is that people are used to familiarity. This is evident in various fields including business. Owing to the fact that change itself is a gradual process, it should not forced upon an individual or entity but instead it should be introduced in a manner which it can be embraced without raising other issues.
Many authors have dedicated their time into researching and writing on various elements encompassed in change and the categorical attitudes and personalities that have been developed to illustrate how various people view and accept it. In the book, Thriving Through Change, by Biech, it includes the research conducted by Everett concerning the five types of individuals who are grouped depending on their acceptance towards change.
According to Everett, these individuals are measured by their innovativeness in handling duties as well as situations. All these individuals are under a main category termed adopters. In reality, these groups of people are found in the work place. The first group encountered basing on a personal experience are the innovators. They are those individuals who are not afraid of taking risks. They originate from the highest ranks in the society possessing affluence. They are social and love interacting with people. Close interaction with other innovators matures their ability to make positive decisions. This group is likened to the early adopters who usually exhibit leadership as opposed to their counterparts. They are more affluent as compared to the innovators. They invest in education thus, many of these individual are highly educated. They are seen to make better ideas due to their regulated liberal attitudes towards innovation as well as adoption. These two groups have different characteristics that enable them to accept change.
During evaluation of the book, Change Basics by Jeffery Russell and Linda Russell, the resistance to change in organizations from the employees has been discussed in length. According to Biech, once the employees share a common vision with the organization there is decreased resistance. It is said that change causes disruption in the community, as most people are familiar with the existing conditions better termed as the status quo. Each organization has their set targets and aims in order to succeed as an enterprise. Various changes should be implemented to ensure the goals are met, however, if the employees do not share the same vision as the company; it results to substantial amount of resistance.
The most important aspect that should be noted by the management leading the change is that tension is bound to develop. Some organizations fail to acknowledge this aspect thus worsening the resistance by the workers. A great deal of preparation is required in order for the employees to comply with the said changes. The impact of this resistance might reduce the productivity of the workforce as they feel they are being coerced to accepting the changes. The leaders should learn strategies on how they can inculcate the culture and the ideals of the company as well as the ambitions and goals into the workforce, which makes it easier to introduce the changes. The process of the change is successful when the leaders are deeply engaged in the process. They provide accommodative ideologies to the workers in order for them to feel involved. Resistance is detrimental to the establishment of a company thus by focusing on how the employees accept change is a sure solution to the problem.